Employee turnover refers to the departure or resignation of employees from their jobs. There can be many reasons for this situation, ranging from the internal motivations of the individual to external factors related to the operation of the organization. High employee turnover is a worrying signal that may indicate that management mistakes are being made. It is important to monitor this situation and, if necessary, take steps to prevent it.

Measuring employee turnover

To analyze your workforce, it’s a good idea to use KPIs. For this purpose, you can use such metrics as:

• Attrition rate – the ratio of the number of people leaving the company at a given time to the number of people employed, including those who retire,
• Voluntary turnover rate– the ratio of the number of employees giving notice at a given time to the number of employees,
• Involuntary turnover rate – the ratio of the number of employees fired by the employer to the number of employees.

A high turnover rate can be valuable information for a company. It is worth remembering that its value depends on the specifics of the industry. It is assumed that the lower the value of this indicator, the better the situation of the company.

Types of employee turnover

Employee turnover can be divided into several types, which are related to the reasons for leaving a job. They are as follows:

• Desirable turnover – refers to the dismissal or resignation of individuals who were underperforming, ineffective, and not a good fit for the job,
• Undesirable turnover – refers to the departure of people who were highly qualified and had extensive experience, which contributed to a company’s high performance. The departure of such employees is often a great loss for the company,
• Voluntary turnover – when employees decide to leave on their own initiative,
• Involuntary turnover – if the employer decides to terminate the contract, it may be done for disciplinary reasons or by not renewing the contract,
• Avoidable turnover – when it was possible to prevent turnover by implementing new solutions (motivation, raise, promotion, etc.),
• Unavoidable turnover – if the employer has no control over the increase in employee turnover, it may be related to the employee’s individual situation, such as moving to another city or country.

Causes of high employee turnover

There can be many reasons for high employee turnover. As a business owner, you should strive to identify the causes of this situation so that you can take corrective action.

• Lack of growth opportunities – many people have a need to develop their skills. The workplace should provide opportunities for continuous development so that employees are given new and varied tasks to keep them motivated.
• Workload, stress – requiring employees to work overtime, constantly adding new responsibilities, and exerting pressure often leads to a disturbed work-life balance, job burnout, and general dissatisfaction. Employees lose motivation to work effectively, become exhausted, and usually end up quitting their jobs.
• Too low a salary and no pay raise – inadequate pay in relation to an employee’s skills and duties, as well as the lack of raises have a demotivating effect. The paycheck should not be the only factor affecting job satisfaction, although it should not be overlooked. A satisfactory salary and raises based on an employee’s performance provide security and the ability to meet other needs.
• Lack of recognition – apart from a raise, words of appreciation and praise from managers are also important. Positive feedback can boost morale and job satisfaction.
• Various management styles – another aspect is the lack of a clear HR strategy, organizational culture, and the lack of identification with the company’s values and mission. It is worth paying attention to this issue, as it affects the sense of belonging of subordinates and their approach to daily work. Today, it is increasingly common for companies to adopt a turquoise management style, or elements of it, that focus primarily on meeting the needs of their employees. This is based on the assumption that a satisfied employee is more motivated to work, performs better, and ties their future to the company.
• Conflicts – working with people means dealing with different personalities and opinions. This increases the risk of conflict, which, if unresolved, can affect the quality of work and the well-being of employees. One of the most important tasks of a manager is to avoid such situations and, if they occur, to address and resolve the problem in a responsible manner.

How to prevent employee turnover?

What can you do to reduce employee turnover in your company? Here are some tips:

• Create good working conditions and encourage continuous development. Motivate your employees to attend conferences, industry meetings, and training courses. You can use employee training grants to improve their skills.
• Set understandable and realistic goals. Use critical success factors (CSF). This way, employees will know what you expect of them and have constant insight into the results of their work.
• Ensure a fair salary. Analyze job offers for similar positions in your company. If you want to remain competitive and avoid high employee turnover, you need to at least align salary levels with the overall average. Also, take into account the employee’s years of experience, education, professional accomplishments, and certifications. It is also worthwhile to introduce a bonus system.
• Define your EVP (Employee Value Proposition). EVPs can be understood as reasons for working for a particular company. They are used when preparing a recruitment offer to attract the best candidates for a position. If you want to find out what benefits you can get from defining an Employee Value Proposition and how to create one – read this article.
• Integrate your team.Positive relationships play a key role when it comes to job satisfaction. As an employer, you can organize meetings outside the workplace in less formal circumstances. It can be a trip, an event or volunteering. It may be also interesting to introduce elements of gamification into your team management strategy.
• Conduct a survey among employees. Sometimes employees may be reluctant to communicate their needs and point out shortcomings in the way the company is managed. They are afraid of a negative reaction from supervisors and they don’t want to provoke conflict. In the workplace, it’s worthwhile to foster a friendly atmosphere and promote open communication. However, this is not always effective. You can conduct an anonymous survey among your employees to find out their opinions about working conditions, etc. This will help you get their perspective, learn what needs to be improved, and show that you value the opinions of your team members.
• Improve your recruitment processes. A well-developed recruitment strategy will allow you to select the ideal candidates for the position. Make sure you are targeting the right audience and using the right communication channels. Another issue is developing an attractive and competitive offer that will attract the people you are looking for. Look at how other companies are doing this. To get the best idea of candidates’ competencies, you can use pre-employment assessment tools – these can include various personality tests and assessment centers.

Summary

It is not always possible to avoid employee turnover. However, it is worth keeping an eye on selected indicators and encouraging the exchange of opinions about workplace conditions. This will reduce the risk of losing valuable employees, which will improve your company’s performance.

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First of all, it should be noted that this is not a job for everyone. Unfortunately, many people choose to become great recruiters because they think it is easy and not demanding. Nothing could be further from the truth – this profession combines marketing, PR, and analytics and requires a lot of skills, experience, and continuous development. Recruiters are responsible for hiring managers and executives – which can have a direct impact on the company’s bottom line and market position. Great recruiters also face numerous challenges, such as the automation of many processes, digitalization, remote recruiting, and evolving candidate demands – both financial and developmental.

Education

There are no specific educational requirements to become a recruiter, although a degree in psychology, sociology, human resources, management, or administration may be helpful at the start of a career. A basic knowledge of employment law can be also useful.

Industry knowledge

Recruiters should have technical knowledge and be familiar with the industry in which they are recruiting. They are not specialists in a particular field, but they know what position they are recruiting for, what the job is like, and what the day-to-day responsibilities are. They are also familiar with the industry terminology.

Interpersonal skills

Recruiters have strong interpersonal skills like openness, empathy, and the ability to build relationships. Their work is a constant conversation, so they should like to contact and talk to people. They should lead the conversation during the recruitment process and formulate the right questions. In the case of reserved candidates, they should be able to “break the ice” and encourage them to be more active. They should also be good listeners – know and use active listening techniques, which will help to avoid communication mistakes.

Availability

During the recruitment process itself, recruiters should be curious about candidates and learn as much as possible about them. They should also be available to the candidate throughout the recruitment process. They must be open to questions from candidates and be helpful. Great recruiters return phone calls and emails as soon as possible, and if they are on vacation or sick leave, make sure to set up automatic messages to let candidates know when they will be back.

Work under pressure

A lot is going on in the recruiter’s life. There are often several recruitment processes going on at the same time, so the ability to work under time pressure and cope with stress is crucial. Patience is equally important as recruiting the right person is often a long and complicated process. An analytical mind makes it easier to screen candidates efficiently and select the best one for the position.

Good organization

Accuracy, diligence, and meticulousness are also important in this profession, as a recruiter’s job involves a lot of paperwork. The ability to plan, set goals, and manage time will also come in handy – being able to organize one’s work and stay focused can be crucial in a flurry of tasks and daily responsibilities. A good recruiter is also a good negotiator. Finding the right candidate is only half the battle; negotiating the terms of employment is equally important. Great recruiters must find the golden mean between the candidate’s satisfaction with the terms of the contract and the company’s capabilities.

Great recruiter – summary

A professional recruiter with the qualities and skills described above plays an important role in the life of an organization. Their hiring decisions can affect the company’s financial performance, the level of candidate experience, and the company’s overall image. A great recruiter is the company’s showcase in the market.

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Perfectionism is a personality trait that manifests itself both in private and professional life. This behavior involves constantly striving for perfection and having a tendency to set unrealistically high standards for yourself and/or others.

Does perfectionism make it harder to work?

Although the goal of any task is to get it right, some employees overdo it. Extreme perfectionism can have a negative impact on the implementation of the company’s strategy. Lack of satisfaction with your own results and constant fine-tuning of details can prolong work on a given project. At the same time, such actions can affect an employee’s productivity and even hinder teamwork.

It is worth keeping an eye on the first signs of excessive perfectionism, as it can develop and make us unhappy not only in our professional but also in our personal lives. Ultimately, it can lead to illnesses such as depression or eating disorders.

Ways to combat perfectionism

The idea is not to eliminate perfectionism altogether, but not to focus excessively on correcting one thing. If the task has been completed according to the guidelines, finish it rather than over-analyze its correctness. Here are some ways to make tasks easier to complete.

1. Set priorities

At work, we are faced with various tasks. Some of them are important and must be completed as soon as possible, while others can wait a while. It is important that we are able to distinguish between them and plan their implementation so that they do not interfere with additional projects that may arise in the meantime. With such planning, we will be able to complete all tasks within the specified timeframe without any complications.

2. Eliminate distractions

Nothing makes it more difficult to complete tasks than distractions that constantly pull us away from our work. This makes it hard to concentrate on a given task, and therefore impossible to complete it accurately. It’s worth establishing good habits in your life, such as making a list of tasks to do and their deadlines, or at least turning off notifications on your phone that can distract you from your duties.

3. Surround yourself with people who motivate you

Valuable relationships with other people who can motivate us and allow us to believe in ourselves are very important. Support from loved ones is an important element that makes it easier to cope with problems. Relationships with co-workers are also very important and can make it easier for us to achieve our goals.

4. Don’t compare yourself to others

Comparing yourself to others can negatively affect your attitude and demotivate you to work. Don’t think about whether someone is more efficient, completes the same tasks faster, or is more appreciated for their work. The most important thing is to develop at your own pace and be inspired by such people. Such an attitude is likely to help you achieve your goals and teach you to learn from the experiences of others.

Summary

It’s worth remembering that we have a certain amount of time and energy to devote to certain tasks. Make sure that you don’t spend too much of it on unimportant ones. Also, monitor whether your perfectionism is at the right level and lets you follow instructions accurately and efficiently.

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Although the Agile Manifesto originally referred to software development teams, its principles apply to other fields, including HR. The foundation and main assumptions here remain the same, and the whole thing is merely tailored to the needs of HR management. The difference that can be seen in HR teams working according to agile principles is the division of large complex projects into smaller bits, which speeds up work and thus clearly presents the value to employees and the organization as a whole.

First, let’s understand who the customer is from the original manifesto: “Our highest priority is customer satisfaction through early and continuous implementation of valuable software.” In the case of HR, it will be the organization’s employees, and they should be the focus of all attention and all practices should be people-oriented.

Once you’ve determined who the HR activities are aimed at and who the primary audience is, it’s time to define what the activities are about. Agile implies continuous testing, learning, and regular feedback. The same applies to HR teams. While this is quite a far cry from the rigid planning of the entire process in advance that is mostly used, it is an effective method that allows you to focus on the employee and their needs.

The last major part of the agile premise is the recognition that people and processes are more important than the tools you apply. This does not mean to let them go entirely, but they should be treated as aid rather than as the main element. In the case of human resource management, these might be Scrum or Kanban boards. While they are helpful in the work, they are only aids and not the main determinant of value.

What do organizations that adopt agile in HR gain?

Agile places a strong emphasis on communication, and it is often the element that limps along in an organization. Without the proper flow of information, there can be no high team productivity or rapid response to change. That’s why the HR team should become a central part of the company, so it can respond quickly and efficiently to employees’ needs. It is teamwork that makes changes happen quickly, efficiently, and as expected.

Another element of communication is feedback to teams. The standard in traditional HR departments is periodic reviews and monthly or semi-annual statements. In a dynamic team, this simply doesn’t work. Agile proposes to move away from this and change to a continuous flow of information so that any changes can be implemented much faster.

Additional benefits that can be seen regardless of the company’s industry are:

• Better cooperation between teams
• Greater commitment, productivity of employees
• Support for innovation, greater creativity of employees
• More efficient evaluation system – better analysis of results
• Efficient adaptation to sudden changes
• Ability to spot gaps in employees’ skills and respond to those needs
• Greater flexibility for employees

How to implement agile in HR in your company?

As you can see agile in HR has a lot in common with the classic Agile approach. In terms of implementation, it is similar. Just as with the original premise, there is no single, rigid plan in Agile in HR. It is necessary to be guided by the main principles, but also to find your way based on your own needs and capabilities.

After all, something different will be right for a large enterprise and something different for a small company. Although not exactly the determinant should be the size itself. For some, it will be more beneficial to use a Kanban board, whereas others will be more suited to a Scrum structure. You may not find your way right away. This is what Agile is all about – constant development, testing and learning.

Here we mentioned the main principles to follow when implementing Agile methodology in HR. One of them is the division into teams of diverse specialists, following homogeneous departments. In standard HR departments, someone else deals with the topic of talent and another with standard recruitment. If instead, they worked together to form an all-encompassing team, their approach would be more innovative and the flow of information would be better.

One popular tool that works well for a variety of teams is a progress dashboard. It helps you to see priorities and check regularly what stage each team is at and whether everyone is meeting assumptions. Such observation also allows you to react quickly and make changes to the original assumptions. This point can also include a shift away from the traditional division of responsibilities and roles to be driven by skills and availability.

Another distinguishing feature of Agile in HR is the fluid rhythm of work. The standard for traditional HR teams is to work on a quarterly or semi-annual basis, while Agile involves shorter cycles to make this feedback more timely. Whether it’s a matter of a weekly or bi-weekly work rhythm depends on the needs of the business and the projects currently underway. This approach makes it easier to change direction when we perceive that something is going wrong. This not only reduces risk but also saves time and money.

It is also worth mentioning at this point that Agile involves co-creation rather than change management. Employees have a lot to say about the shortcomings as well as the strengths of the organization, and listening to them can help you understand their needs. What’s more, they often have ready-made ideas for change that can become innovative solutions that lead to positive transformation of the entire organization.

When facing the decision to change, it is worth taking into account on the one hand the constraints imposed by the organization and not going beyond our capabilities, but on the other hand take to heart that if we want to make a change, it must not be just a cosmetic improvement, but a thorough transformation. Agile for HR is not about introducing feedback surveys or tools to facilitate communication, but about changing the thinking and approach to HR management and putting the employee at the center.

What to know when new to implementation of Agile in HR?

Which issue you want to focus on and to what extent you make changes is up to you. Still, you may wonder how to begin? You may get inspired by case studies of companies that have already traveled this path. Familiarize yourself with them, see what steps they took, what worked, and what they are working on.

Remember, however, to treat such stories more as inspiration than as an instruction manual. Pull out what works best for you and start taking action. In case you are completely inexperienced and don’t feel up to making such major changes on your own, you can enlist the help of an experienced trainer or consultant who will give you the right training and determine what changes to make first.

Also, stay in touch with your team. Such a change should not be one-sided; after all, the team is the main stakeholder. Set clear goals and show what impact they will have on the organization. This allows employees to better understand the meaning of the changes you are making, and thus accept them.

Summary

Agile in HR is an opportunity to transform the profession and make it fit for the future. It’s also a chance to understand the new approach to the entire organization as a common set, rather than separate, independent departments. A flexible, more human-centered approach is the answer to the challenges posed by a rapidly changing business environment.

Remember that the main principle of Agile is to continuously improve, test and make changes. Start with a small step, see how it works in your organization, gather feedback. The first approach will not always be successful and will bring success, so be prepared to fail and learn from it. Work with your employees, listen to them, use their ideas and make changes according to the needs of the organization.

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What is the flipped classroom method?

The flipped classroom is an innovative teaching strategy that is the opposite of the traditional teaching model in which teachers present new material in class and homework is used to consolidate knowledge or solve problems related to it.

In the model described, this order is reversed – students independently prepare for lessons at home (based on videos or presentations provided by teachers), and during class, the teacher works with students to understand the material and answers their questions. They organize activating tasks (using discussions, group work, practical exercises, and other teaching techniques) to allow them to put into practice the knowledge they have just acquired.

The benefits of the flipped classroom method

The flipped classroom method can be used in a variety of teaching fields and at all levels of education. More and more instructors are using it as it effectively increases the efficiency of teaching – teachers have more time to work with students on tasks that require interaction and cooperation, which allows for better understanding and consolidation of the material. What’s more, it helps adapt teaching to different styles of learning. At the same time, it benefits students by increasing their independence and responsibility for their own learning process (i.e. it promotes active learning). This method focuses on problem-solving, discussion, and practical tasks in class, which helps students develop critical and analytical thinking skills.

Flipped learning in the workplace

The flipped classroom is a flexible approach to teaching and learning that can be effectively implemented in a corporate environment, especially in the context of improving the effectiveness of training and employee development. It can be used to teach theoretical knowledge, develop practical skills, or solve problems. Here’s how you can use it in the workplace.

• Preparing materials – just as teachers in the traditional education model prepare materials on the subject matter being covered, employers can create presentations or video tutorials on specific training or professional issues (e.g., software maintenance, project management, new sales techniques, etc.). These materials can be made available to employees for self-study prior to the actual training.
• Self-study before training – employees can review the materials provided prior to the scheduled training, giving them the opportunity to learn at their own pace. This allows them to effectively understand the basics and be better prepared for more advanced material at the training.
• Interactive and practical workshops – during training, employees can focus on problem-solving, practical exercises, discussions, and other interactive activities. The trainer, in turn, can help resolve difficulties, answer questions, and provide practical guidance. Moving the theoretical instruction beyond the training framework allows for a more productive use of the available time.

Summary

The flipped classroom method is undoubtedly a valuable approach that can be successfully transferred to the workplace to revolutionize training processes and take care of the employees’ professional development. It provides both employees and employers with a tool to make better use of training time and resources, individualize the learning process, and make it more interactive.

This is especially important in today’s fast-paced work environment, where continuous development is a key success factor. However, it is important to remember that the successful use of the flipped classroom in the workplace depends on proper implementation and customization to meet the specific needs and goals of the organization.

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Building relationships, celebrating company successes, making new business contacts? Before you start preparing your corporate event, set its goal and decide who is going to participate in it. After all, you should approach an event for employees differently than you approach an event for clients, contractors, or business partners.

Next, consider your budget. Although virtual corporate events are not as expensive as traditional events, you may still need to spend some money (e.g., on platform fees, prizes for participants, and compensation for guests – depending on the planned attractions).

Choose the right tool

After you define your target audience and set the budget, you can go to the next step, which is to choose the right platform to host your event. Analyze the available options, for example, Zoom, Microsoft Teams, ClickMeeting, or dedicated virtual event platforms like Hopin or Remo, and then decide what solution to reach.

Create an corporate event program

It’s time to create an attractive event plan. Depending on the type of meeting, choose the right attractions:

• Lectures and workshops to expand knowledge and skills,
• Games and activities to build relationships,
• Contests and quizzes to check the knowledge.

Run the corporate event

Before the virtual corporate event, make sure that you, as the organizer, have the proper technical infrastructure, including a stable Internet connection and computer equipment (headphones, speakers, a working camera, etc.). Also, do rehearsals to avoid potential problems.

On the day of the event, remember to greet participants and make them familiar with the purpose of the meeting. Use a variety of activities and take regular breaks. If possible, provide participants with drinks and snacks. The key to a successful virtual event is to keep participants engaged and adjust to changing circumstances – try to keep this in mind throughout the event.

Summary

When properly organized, an online team-building meeting or another event can be just as attractive and effective as a traditional one, although they certainly require a different approach. They do, however, require less work and therefore fewer resources. Whether you are planning an online or offline event, you can make your work easier by using ����k8�콢��, our project management software. In ����k8�콢��, you can use Kanban boards to assign tasks, create to-do lists, set priorities, and control the budget, all in one place.

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Experienced workers from previous generations are still active in the workforce and will be for a long time to come. However, their development path probably looked a little different, due to the difference in education and approach to work in those years. Most of them, are a workforce that lacks specialized knowledge. They may have more experience in their positions and know how it works inside out, but since they didn’t become managers, it means they don’t have the necessary resources to do so.

Of course, this is not about exalting oneself – this is certainly not the way to go. Every link is necessary for the company to function properly, and an experienced and well-trained employee who knows his tasks well is at a premium. However, neither seniority nor age will make a manager. For that, you need specialized knowledge and skills. Such employees need the right support and a person who will steer them in the right direction. There is a reason why this place fell to you.

If you want to know how to manage people better than you, you have to be prepared to work with individuals who are more experienced or older than you. For management to be effective, you need to have the right attitude, which is not always easy, but certainly achievable. Above all, remember that you are united by the common goal of growing the company. There is no room for rivalry here, you all play for one goal, and by combining your experience and knowledge of the company’s operation from the inside with your leadership skills will allow you to achieve success.

How to manage people – rule 2: Appreciate your employees and accept their knowledge

Are your employees more experienced than you? Since these are the facts, just accept them. Remember that their experience does not at all negate the fact that you have the expertise needed to manage them. One does not exclude the other at all. On the contrary. However, this field is often abused in one way or the other. Managers who do not feel confident with the fact that their employees have more knowledge or seniority than they do, want to gain support and trust in the wrong way, using ineffective methods.

Publicly belittling an employee or undermining his decisions on a forum is not a good method. Equally ineffective is indulging and not giving constructive criticism when needed. Overreaching one way or the other is not good, and sooner or later will bring consequences in the form of ineffective work, which will ultimately reflect on you anyway. After all, the responsibility for the team and its work is in your hands.

All because managers see a threat in experienced employees instead of seeing an opportunity. Sometimes all it takes is a frank conversation and an acknowledgment that your employee knows more than you do about a subject. This is nothing to be ashamed of at all, and appointing him as your advisor on the subject does not detract from your achievements. By making such a move, you are giving a clear signal to your team that you count their opinion and skills and can manage people well. This is precisely the best way to build authority based on mutual trust.

How to manage people – rule 3: Don’t be afraid to ask for help or advice

There is nothing worse than a manager who begins his work with changes that are incomprehensible to employees. Remember that these people have functioned before without you and have become accustomed to certain patterns. What’s more, they know the functioning of the company from the inside, understand the processes perfectly, and know what the weaknesses are. Such employees are an invaluable source of knowledge, and if you let them have their say, you can gain an incredible treasure trove of ideas. Looking at the operation of a given process from their perspective will give you a new point of view.

If they have been working in the company for many years then they know very well what changes have been made so far, what has worked, and what has completely failed. Ask for advice from an experienced employee, and this will allow you to adjust the changes to the capabilities of the team and help you make rational decisions. Remember that a manager is not at all required to have comprehensive knowledge in every aspect, but to skillfully manage a team that has it.

How to manage people – rule 4: Be a signpost, don’t stick to the plan

Diagrams or templates with sequential tick-boxes are useful tools, but they should not be taken literally. It’s useful to have some frameworks that make it easier to complete the various stages of a project, but blindly following them can kill the potential that lies within employees. Sometimes it’s worth taking a step back, being a quiet observer who steps in only when needed. The manager’s role is not to do the work for the team, but to support them when needed. Often leaders intervene too strongly, perhaps for fear that when their contribution is minimal, they will be considered an unnecessary link. However, by acting in this way they take on too much work and kill the team’s potential.

Ask your employees for suggestions before implementing your policies. Take their advice, and give them input, and you may find that they will be helpful and allow you to make meaningful improvements.

How to manage people – rule 5: Talk to your team

Sometimes it is necessary to make some changes, and as you know, not every employee easily adapts to a new work environment and implements new procedures. Normally, change can cause rebellion or withdrawal, and consequently resentment or anger at the manager. However, sometimes there is no other option. Making this decision is often not easy, but it is necessary and you just have to do it. However, much depends on how you communicate this change to the team. It will certainly be met with less resistance and more understanding if you talk about why you made the decision, what it is dictated by, and what you want to achieve in the future.

Employee reluctance may be dictated by the fact that previous changes were ineffective. Tell why yours will be, what has changed and what they can count on. This is also a great opportunity to exchange ideas and make improvements based on employee suggestions if you see fit. Even if you don’t plan to modify your plan, such a meeting with employees will make them clear their doubts and feel understood and listened to.

How to manage people – rule 6: Show that you care

A new manager is a huge change for the whole team, so some will surely feel threatened and watch his every move vigilantly. This is the time for you to show that you are determined and ready to work hard. Even if you don’t have experience, prove that you have passion and are open to cooperation. First impressions are very important and can make a difference in how you are received. Also, remember that building relationships with your employees will help you gain their respect.

Managing people is not easy, and it can be even more challenging if they have more experience than you do. However, a lot depends on your approach and how you start this cooperation. To get it right, you need to work through and understand on your own that you were chosen for this position for a reason. You have the skills to do it. Once you understand and accept this, it will be simpler for you to confidently manage people who are more experienced than you. In doing so, it is worth sticking to one most crucial principle: experienced employees are not a threat, but an opportunity to effectively and efficiently achieve the goal of the company’s collective success.

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A process engineer is the person responsible for designing, launching and optimizing production and operational activities with the help of various tools and techniques. The main task is therefore to ensure that these activities run efficiently, effectively and as safely as possible.

Thus, a process engineer is of strategic importance in the organization in terms of carrying out optimization of operations, that is, keeping at the lowest possible cost and consumption of resources, but at the same time with the best possible result. You can encounter this position in various industries – from the chemical industry to pharmaceuticals or food, as well as in energy production or other areas where it may be necessary to improve the operations being carried out.

What are the responsibilities of a process engineer?

The exact duties of a process engineer will depend on the company and industry. Most often, however, you will find that the duties primarily include such activities as:

• Analysis – understood as the identification of areas where improvements can be made to increase the effectiveness and efficiency of operations,
• Design and optimization – the creation and improvement of processes, including, in particular, the development of new solutions that can improve product quality, increase productivity and reduce production costs,
• Project management – a person in this position may be responsible for managing projects related to the implementation of changes in the company’s ongoing activities, which requires planning, supervising and coordinating the work of other people,
• Troubleshooting – identifying and resolving problems related to production activities (e.g., equipment failures, creation errors or quality control),
• Collaboration – maintaining constant contact with other company departments, such as purchasing, production and quality management, which is essential to ensure that operations are efficient and effectively support the achievement of set business goals,
• Implementing innovation – keeping track of new technologies and solutions that can improve ongoing production activities and introducing them into the organization.

Earnings of a process engineer

Earnings for process engineers can vary significantly depending on geographic location (country and place of employment), work experience, industry and specialization. However, we should point out that people in such a position are usually well compensated for their skills and their importance to the effective operation of companies and the achievement of their goals.

In countries with developed economies, their salaries can range from $50,000 to $150,000 per year or even more – depending on the factors mentioned earlier. In the United States, people in this position receive an average of about $87,000 a year – this is the median earnings for this position according to Glassdoor.

����k8�콢�� – effective support in everyday work for process engineer

In daily work, a process engineer is responsible for managing projects aimed at improving and optimizing the operations taking place in a given company. In this regard, ����k8�콢�� software will help in the operations, which will ensure effective communication between individuals, facilitating control over the ongoing tasks.

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Still, this is not the most essential benefit associated with this system – ����k8�콢�� primarily allows you to apply Kanban boards to break down all the tasks within each project. These boards can later be made available to the employee in the described position to monitor the way of execution, costs or progress of work, which will consequently allow analyzing the results achieved and take optimization measures.

Process engineer – summary

Improved efficiency and productivity, greater control over operations, reduced operating costs, and enhanced communication and cooperation between the company’s departments – these are undoubtedly the most significant benefits of employing an experienced process engineer in the organization.

Thus, such a decision will be of strategic importance, since the results of the work of the person in this position will lead to improvements in the quality of products or services in the long term, which will clearly affect all the activities implemented by the company. Understanding the role and competence of this person is therefore essential for success in today’s business environment – especially given the intensified competition and dynamic changes in the market.

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The employee attrition rate is a metric that helps companies and organizations understand how many people leave the company over a given period of time in relation to the total number of employees. It is an important human resources management tool that helps assess the stability of a company’s workforce and monitor an organization’s ability to retain its employees. If it is high, it may indicate problems related to the company’s atmosphere, working conditions, management, or other factors that affect employee satisfaction. Such a situation is also usually costly to the organization, as it requires constant recruitment and training of new people.

Employee attrition vs employee turnover

Sometimes the employee attrition rate is confused with the turnover rate. While there are certainly some similarities between the two, they should not be used interchangeably. Why not? Attrition involves voluntary and involuntary departures (e.g., retirement, expiration of a contract, disciplinary dismissal, downsizing). In all of these cases, the employee won’t be replaced. When turnover occurs, the company looks for someone to replace the employee. To calculate it, the number of people who left their jobs should be divided by the average number of people employed over a given period of time and then multiplied by 100%.

How to calculate the employee attrition rate?

To calculate the attrition rate, you must divide the number of people who left the company and weren’t replaced by the number of employees at the beginning of a specific time period x100. Although it depends on the industry, the attrition rate of 20% should usually be alarming for the organization. In retail or service companies with high turnover, this metric may be higher than in organizations with typically low turnover (e.g. financial services).

Is it possible to improve the attrition rate?

A high attrition rate is a wake-up call that should motivate the HR department to take appropriate corrective action. But what can be done to retain employees? The first step is to investigate the reasons for their departures by conducting interviews or surveys, and then:

• Improve working conditions – fair salaries and attractive benefits can be a powerful motivator for employees. Companies should constantly monitor their job offers to ensure they’re competitive in the market,
• Provide opportunities for professional development – employees who have opportunities to develop their skills are more committed to their jobs and less likely to leave the company. Organizations can, for example, create talent management programs to identify and develop potential internal leaders, which can help meet employees’ development needs and retain them.
• Foster a strong corporate culture – promoting openness, trust, mutual respect and diversity can also attract and retain employees,
• Ensure feedback and open communication – employees want to know that they are valued and that their opinions are considered. For this reason, it is a good idea to introduce regular appraisal interviews and encourage them to share their thoughts. It can also be helpful to conduct regular satisfaction surveys so that the organization can monitor satisfaction levels and respond to any problems.

Summary

Improving employee attrition is a long-term process that requires ongoing commitment from executives, managers, and human resources. The key to success is listening to employees, adapting strategies to changing needs, and constantly striving to create an attractive and satisfying work environment. However, this will not be possible if the metric in question is not constantly tracked, which is where ����k8�콢�� can help.

This project management software allows you to create an employee database that contains all the information about a given person (from contact information and position to salary and skills). In the database, each person can be given the appropriate status – for example, a coworker, an employee, a trainee, or an ex-employee – which makes it much easier to calculate attrition rates.

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Burnout is a state of physical and mental exhaustion that occurs due to prolonged stress at work, especially among employees holding positions that require a lot of responsibility, emotional involvement, and interaction with other people. It is a complex phenomenon that can have many causes, such as work overload, inadequate working conditions, pressure, and excessive requirements. Burnout has a negative impact on both physical (e.g., headaches, stomachaches) and mental health (depression, anxiety, sleep deprivation, frustration, decreased concentration).

How to avoid burnout?

To avoid burnout, it’s important to allow our mind and body to rest. Here are the seven types of rest you should be getting to prevent burnout.

Physical rest

The best way to avoid burnout is to take care of your physical well-being. Get regular sleep, go on a varied diet, and stay hydrated and physically active. It may also be helpful to get some massage and manual therapy, which can help loosen tight muscles and relieve pain, especially if you have a sedentary lifestyle and don’t have an ergonomic chair or desk.

Mental rest

Mental rest is a form of relaxation that helps calm the mind, reduce stress, and improve the overall emotional state, making it an essential part of a strategy to avoid burnout. Here are some ways to achieve mental rest:

• taking breaks at work,
• using your vacation time,
• meditation,
• making to-do lists (e.g. using ����k8�콢��)
• therapy
• outdoor workouts.

Sensory rest

Using technology, especially social media, can cause stress and anxiety. Therefore, take a break from electronic devices so as not to be online 24/7. Turning off notifications after work, not reading company emails in your free time, taking full advantage of your vacation time without thinking about work, and checking “what’s going on” are all ways to restore a work-life balance, which is important for preventing the development of burnout.

Emotional rest

Expressing emotions, relaxing, distancing ourselves from daily problems – these are just some of the practices we should follow to prevent burnout. Here’s how to achieve emotional rest:

• Talk to a friend or a family member – this will help you express your emotions and get support,
• Participate in group activities – which will give you a chance to bond with others like you and share your experiences,
• Spend time outdoors – the nature will let you calm down,
• Be creative – painting, writing, drawing, and pottery will allow you to focus, take your mind off unpleasant subjects, relax, and express yourself,
• Seek professional help – it may be necessary if you are struggling with serious emotional problems that you feel you can’t handle on your own.

Social rest

Maintaining healthy social relationships is also important when it comes to avoiding the consequences of excessive stress and exhaustion at work. However, it matters who you spend time with. Are they energy givers or perhaps energy drainers? Also, it’s important what your personality type is. Extroverts need to spend a lot of time with others to feel good, while introverts only need the company of the closest people.

Spiritual rest

Spiritual rest involves “getting in touch with something greater than ourselves” and finding meaning and purpose in life. Praying, meditating, spending time in nature, pursuing our own passion, and contemplating art are all examples of spiritual rest. They will help you get some perspective and face negative emotions without becoming overwhelmed by them.

Creative rest

Focusing on work only is a quick way to suffer from professional burnout. Therefore, it’s so important to find your passion – it could be listening to music, reading books, or doing sports. Each of these activities can help you take your mind off work and, at the same time, provide an opportunity for personal growth. This is another important element of a work-life balance, which helps maintain mental well-being, protecting against the negative symptoms of professional burnout.

Summary

Professional burnout is a challenge that any employee can be exposed to. Fortunately, there are ways to avoid it, which we have mentioned in this article. Above all, however, remember that it is an ongoing process. So don’t hesitate to experiment with different forms of relaxation and adapt them to your individual needs, trying to discover your own way to relax and detach yourself from the situations taking place at work. Also, be open to talking to your supervisor (or possibly your therapist as well) if you seem to be experiencing the first symptoms of burnout.

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Określenie celu, grupy odbiorczej i budżetu na imprezy integracyjne

Budowanie relacji między pracownikami, świętowanie sukcesu firmy, nawiązanie nowych kontaktów biznesowych? Przed rozpoczęciem jakichkolwiek działań w ramach organizacji zdecydowanie należy określić, jaki cel sobie stawiamy, co będzie warunkować przede wszystkim to, kto będzie uczestniczył (wiek, zainteresowania, stanowiska). Inaczej bowiem należy podejść do planowania wydarzenia dla pracowników (najczęściej w formie imprezy integracyjnej), a inaczej, gdy chcemy spotkać się z klientami, kontrahentami czy partnerami biznesowymi.

W następnej kolejności warto również się zastanowić nad tym, jakim budżetem się dysponuje. Chociaż eventy firmowe online, wirtualne nie są tak kosztowne jak tradycyjne, to nadal mogą wymagać pewnych wydatków (np. na platformę, nagrody dla uczestników, wynagrodzenie dla gości – zależnie od zaplanowanych atrakcji).

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Wybór odpowiedniego narzędzia

Po określeniu powyższych kwestii możesz przystąpić do następnego kroku, jakim jest wybranie odpowiedniej platformy do przeprowadzenia imprezy integracyjnej czy innego wydarzenia. Wymaga to przeanalizowania tego, jakie są dostępne opcje (pośród takich jak Zoom, Microsoft Teams, ClickMeeting czy dedykowane platformy do organizacji eventów wirtualnych jak np. Hopin czy Remo). Następnie należy podjąć decyzję, czy korzysta się z narzędzia, które służy na co dzień jako komunikator dla pracowników, czy sięga po nowe rozwiązanie.

Warto wybrać takie rozwiązanie, które zapewnia wysoką jakość obrazu i dźwięku, a także umożliwia interakcję między uczestnikami, ale przede wszystkim będzie przygotowane do poradzenia sobie z większym obciążeniem (np. 100 lub więcej osób na raz).

Opracowanie programu imprezy integracyjnej

Kolejnym krokiem, który należy wykonać jest opracowanie atrakcyjnego dla uczestników planu wydarzenia. W zależności od rodzaju, na jaki się zdecydujesz (impreza integracyjna, spotkanie networkingowe z partnerami itd.), warto dobrać odpowiednie atrakcje takie jak np.:

• prelekcje i warsztaty, które pozwolą poszerzyć wiedzę i wzmocnić umiejętności,
• gry i zabawy stanowiące doskonały sposób na budowanie relacji w trakcie rozrywki,
• konkursy i quizy z możliwością sprawdzenia swojej wiedzy i umiejętności (najlepiej na czas z elementem rywalizacji między uczestnikami i z przyznawaniem nagród na koniec w celu zwiększenia zaangażowania),
• warsztaty kreatywne (wówczas pamiętaj jednak o tym, że będziesz musiał dostarczyć uczestnikom niezbędne wyposażenie do ich domów).

Przeprowadzenie wydarzenia

Przed samą wirtualną imprezą integracyjną czy innym wydarzeniem firmowym upewnij się, że jako organizator masz odpowiednią infrastrukturę techniczną, w tym stabilne połączenie internetowe i sprzęt komputerowy (słuchawki, głośnik, działająca kamera itd.). Zorganizuj także próby techniczne, aby uniknąć potencjalnych problemów. W dniu wydarzenia pamiętaj o tym, by na samym początku przywitać uczestników i przedstawić im cel spotkania, wykorzystywać różne formy aktywności oraz robić regularne przerwy (możesz im zapewnić w tym czasie napoje i przekąski opłacane przez firmę). Kluczem do udanego wirtualnego wydarzenia jest zaangażowanie uczestników, dążenie do realizacji celów i elastyczność w dostosowywaniu się do zmieniających się okoliczności – staraj się o to dbać przez cały event.

Imprezy integracyjne i inne eventy firmowe online – podsumowanie

Przy odpowiedniej organizacji impreza integracyjna czy inne wydarzenie firmowe w formie online mogą być równie atrakcyjne i efektywne co stacjonarne, chociaż bez wątpienia wymagają innego podejścia, zwłaszcza w zakresie wzniesienia się na wyżyny kreatywności przy planowaniu atrakcji. Wiążą się jednak z mniejszą ilością pracy, a przez to koniecznością angażowania zasobów w mniejszym stopniu.

Bez względu jednak na to, czy planujesz wydarzenie online czy offline, możesz ułatwić sobie realizację wszystkich zadań, sięgając po program do zarządzania projektami ����k8�콢��. To właśnie w nim przy pomocy tablic kanbanowych rozdzielisz wszystkie taski, stworzysz listy to-do, ustalisz priorytety, by później kontrolować realizację (a przy tym budżet) i wymieniać się informacjami z innymi osobami, mając wszystko co najważniejsze w jednym miejscu.

Jeśli podobają Ci się treści, które tworzymy, sprawdź również: .

A behavioral interview is a method of collecting information about an individual’s behavior to understand their attitudes, habits, thoughts, and emotions. This technique is often used in psychology and therapy, but also in career counseling where it’s important to understand human behavior.

For this reason, it’s also a part of the recruitment process – a recruiter asks a candidate questions about their past behavior in certain situations. The purpose of this technique is to assess whether the candidate has the qualities and skills needed for the job, in the belief that past behavior is the best indicator of future performance.

A behavioral interview is a conversation between a recruiter and a candidate that is not much different from a standard recruitment interview. This is because the representative of the company wants to learn as much as possible about the person’s hard and soft skills, as well as what behaviors are typical of them. To do this, they ask open-ended questions, usually starting with “Describe a situation…”, which requires the candidate to provide specific examples:

• a description of the situation or task,
• a description of the actions taken (and why),
• the achieved results and how they were measured.

The benefits and drawbacks of a behavioral interview

A behavioral interview allows recruiters to assess a candidate’s specific competencies, such as teamwork, time management, conflict resolution, interpersonal communication, or leadership skills. The questions help determine the candidate’s fit with the organization’s culture and the team they would join.

In addition, this method ensures that interviews are standardized, which helps maintain objectivity. At the same time, it is not without drawbacks. The biggest risk is that candidates will give false or idealized answers, making it impossible to achieve the desired result. You should also be aware of the fact that:

• Candidates may have trouble recalling specific situations from the past.
• You will not collect empirical data for analysis as in the case of a recruiting task.
• The process can take significantly longer than a standard interview, as it is more time-consuming to run.

Behavioral interview questions

The questions you ask during a behavioral interview will depend on the position the candidate is applying for. A specialist will be asked different questions than a candidate for a manager. However, you can use ready-made suggestions and then tailor them to the needs of a particular interview. Here’s a useful checklist:

1. Describe a situation in which you had to deal with a difficult customer/business partner.
2. Do you like learning new skills? Can you think of the last time you had to learn something new at work or in your personal life?
3. Describe a time when you had to make a difficult decision.
4. How do you deal with solving problems in difficult situations? Can you give an example of a situation where you had to come up with a creative solution?
5. Tell me about a time when you had to work under time pressure. What actions did you take and what was the result?
6. You work with different people in a team. Can you give an example of a situation in which you had to resolve a conflict between team members? What steps did you take to resolve the conflict?
7. Describe a situation in which you had to demonstrate your teamwork skills.
8. How do you manage your time and priorities at work? Can you give examples of how you organize your responsibilities?

Summary

A well-prepared and conducted behavioral interview can be a very helpful tool in selecting the right candidate for the job. However, you must be aware of its drawbacks and try to minimize its risks by supplementing it with other recruitment techniques. In order to make it easier to hire new employees, it is worth taking advantage of the possibilities offered by ����k8�콢��. Its highly intuitive Applicant Tracking System (ATS) will allow you to complete all tasks in the recruitment process – from sourcing candidates to evaluating them.

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